Human Resources Specialists
Tasks Include:
- Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.
- Analyze employment-related data and prepare required reports.
- Conduct exit interviews and ensure that necessary employment termination paperwork is completed.
- Confer with management to develop or implement personnel policies or procedures.
- Contact job applicants to inform them of the status of their applications.
- Develop or implement recruiting strategies to meet current or anticipated staffing needs.
- Hire employees and process hiring-related paperwork.
- Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.
- Interpret and explain human resources policies, procedures, laws, standards, or regulations.
- Interview job applicants to obtain information on work history, training, education, or job skills.
more »
The data sources for the information displayed here include: O*NET™; US Department of Labor (BLS); Virginia Workforce Connection. (Using onet28)
Projections Quick View:
Virginia: +12.9%
National: +7.5%
Education
Bachelor's Degree
Job Zone:
Four: Considerable Preparation Needed
Income Range:
Highest ($50,000 and up)
Median Earnings:
National
$64,240.00
State
$72,640.00
Regional
Human Resources Specialists
Description
Career Cluster: | Business, Management & Administration |
Recruit, screen, interview, or place individuals within an organization. May perform other activities in multiple human resources areas.
The data sources for the information displayed here include: O*NET™. (Using onet28)
Human Resources Specialists
Education
Required Level of Education
- Bachelor's Degree = 46.59%
- Master's Degree = 24.91%
- High School Diploma - or the equivalent (for example, GED) = 13.52%
- Associate's Degree (or other 2-year degree) = 7.16%
- Some College Courses = 4.82%
- Post-Baccalaureate Certificate - awarded for completion of an organized program of study; designed for people who have completed a Baccalaureate degree but do not meet the requirements of academic degrees carrying the title of Master. = 1.69%
- Post-Secondary Certificate - awarded for training completed after high school (for example, in agriculture or natural resources, computer services, personal or culinary services, engineering technologies, healthcare, construction trades, mechanic and repair technologies, or precision production) = 1.31%
Related Work Experience
- Over 4 years, up to and including 6 years = 50.88%
- Over 1 year, up to and including 2 years = 30.02%
- Over 2 years, up to and including 4 years = 7.77%
- Over 6 years, up to and including 8 years = 4.60%
- Over 3 months, up to and including 6 months = 2.68%
- Over 6 months, up to and including 1 year = 1.96%
- None = 1.62%
- Over 10 years = 0.49%
On-Site or In-Plant Training
- None = 32.29%
- Over 1 year, up to and including 2 years = 20.10%
- Over 1 month, up to and including 3 months = 13.99%
- Over 2 years, up to and including 4 years = 9.71%
- Up to and including 1 month = 8.32%
- Over 3 months, up to and including 6 months = 8%
- Over 6 months, up to and including 1 year = 7.60%
On-the-Job Training
- Over 6 months, up to and including 1 year = 50.13%
- Anything beyond short demonstration, up to and including 1 month = 13.78%
- Over 2 years, up to and including 4 years = 12.98%
- Over 1 month, up to and including 3 months = 11.89%
- Over 1 year, up to and including 2 years = 8.63%
- None or short demonstration = 1.36%
- Over 3 months, up to and including 6 months = 0.73%
- Over 4 years, up to and including 10 years = 0.49%
The data sources for the information displayed here include: O*NET™. (Using onet28)
Human Resources Specialists
Tasks
Core Tasks Include:
- Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.
- Analyze employment-related data and prepare required reports.
- Conduct exit interviews and ensure that necessary employment termination paperwork is completed.
- Confer with management to develop or implement personnel policies or procedures.
- Contact job applicants to inform them of the status of their applications.
- Develop or implement recruiting strategies to meet current or anticipated staffing needs.
- Hire employees and process hiring-related paperwork.
- Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.
- Interpret and explain human resources policies, procedures, laws, standards, or regulations.
- Interview job applicants to obtain information on work history, training, education, or job skills.
- Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.
- Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA).
- Perform searches for qualified job candidates, using sources such as computer databases, networking, Internet recruiting resources, media advertisements, job fairs, recruiting firms, or employee referrals.
- Prepare or maintain employment records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.
- Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues.
- Review employment applications and job orders to match applicants with job requirements.
- Schedule or conduct new employee orientations.
- Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.
- Advise management on organizing, preparing, or implementing recruiting or retention programs.
Supplemental Tasks Include:
- Conduct reference or background checks on job applicants.
- Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees.
- Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs.
- Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed.
- Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel.
- Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes.
- Administer employee benefit plans.
The data sources for the information displayed here include: O*NET™. (Using onet28)
Human Resources Specialists
Tools and Technology
Tools Include:
- Calculators or accessories (10-key calculators)
- Scanners (Computer scanners)
- Desktop computers
- Facsimile machines (Fax machines)
- Notebook computers (Laptop computers)
- Special purpose telephones (Multi-line telephone systems)
- Photocopiers (Photocopying equipment)
- Multimedia projectors (Video projectors)
- Video conference cameras (Web conferencing cameras)
Technologies Include:
- Analytical or scientific software
- Assessment software
- Customer relationship management CRM software
- Applicant tracking software
- Vendor management system software
- Data base user interface and query software
- Database software
- Microsoft Access
- Online databases
- Electronic mail software
- Email software
- Microsoft Outlook
- Human resources software
- Background checking software
- Blackdog
- Bond International Adapt Staffing
- Ad Cast
- Bullhorn
- Candidate screening software
- Candidate tracking software
- Careerbuilder.com
- Cluen
- COATS
- CVTracer
- Data Frenzy software
- BrightMove Applicant Tracking System
- eQuest
- GoBackgrounds
- HireAbility ResumeParser
- HodesiQ software
- HRMDirect
- Human resource information system HRIS software
- iApplicants
- ICIMS
- InfoGIST Platinum Recruiter
- Intelius
- Job posting software
- Main Sequence Technologies PCRecruiter
- Main Sequence Technologies PCRecruiter ResumeInhaler
- Microj Systems PcHunter
- Arbita OnePost
- Monster.com
- Arbita OneWorld
- Post My Jobs
- Post Once
- PostingPal
- PowerPlace Professional
- Recruiting Wizard
- Recruitment management software
- Recruitpoint.net
- RecruitTrack
- Resume converter software
- Resume extraction and search software
- Resume processing software
- ResumeRobot
- Safari Staffing Software
- Sendouts Pro Recruiting Software
- Silk Road Technology OpenHire
- StaffingSoft Staffing Edition
- Talent Technology HireDesk
- Talent Technology Resume Mirror
- TalentHook
- TempWorks
- Trovix
- VCG Pointwing
- VCT StaffSuite
- AST Staff Matrix
- Information retrieval or search software
- Internet browser software
- Microsoft Internet Explorer
- Network conferencing software
- Microsoft SharePoint
- Office suite software
- Microsoft Office software
- Presentation software
- Microsoft PowerPoint
- Spreadsheet software
- Microsoft Excel
- Word processing software
- Microsoft Word
- Word processing software
The data sources for the information displayed here include: O*NET™. (Using onet28)
Human Resources Specialists
Knowledge
% | Subject | Description |
---|---|---|
90.50 | Personnel and Human Resources | Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems. |
73.50 | Administrative | Knowledge of administrative and office procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and workplace terminology. |
70.75 | Administration and Management | Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources. |
70.25 | English Language | Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar. |
62.25 | Customer and Personal Service | Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction. |
57.50 | Law and Government | Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process. |
51.75 | Education and Training | Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Human Resources Specialists
Skills
% | Subject | Description |
---|---|---|
78.00 | Speaking | Talking to others to convey information effectively. |
75.00 | Reading Comprehension | Understanding written sentences and paragraphs in work-related documents. |
75.00 | Active Listening | Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times. |
72.00 | Writing | Communicating effectively in writing as appropriate for the needs of the audience. |
72.00 | Critical Thinking | Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems. |
59.50 | Social Perceptiveness | Being aware of others' reactions and understanding why they react as they do. |
59.50 | Service Orientation | Actively looking for ways to help people. |
56.25 | Judgment and Decision Making | Considering the relative costs and benefits of potential actions to choose the most appropriate one. |
56.25 | Active Learning | Understanding the implications of new information for both current and future problem-solving and decision-making. |
53.00 | Complex Problem Solving | Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions. |
53.00 | Instructing | Teaching others how to do something. |
50.00 | Time Management | Managing one's own time and the time of others. |
50.00 | Learning Strategies | Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things. |
50.00 | Monitoring | Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action. |
50.00 | Coordination | Adjusting actions in relation to others' actions. |
50.00 | Negotiation | Bringing others together and trying to reconcile differences. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Human Resources Specialists
Abilities
% | Subject | Description |
---|---|---|
75.00 | Oral Comprehension | The ability to listen to and understand information and ideas presented through spoken words and sentences. |
75.00 | Written Comprehension | The ability to read and understand information and ideas presented in writing. |
75.00 | Oral Expression | The ability to communicate information and ideas in speaking so others will understand. |
72.00 | Written Expression | The ability to communicate information and ideas in writing so others will understand. |
72.00 | Speech Recognition | The ability to identify and understand the speech of another person. |
72.00 | Speech Clarity | The ability to speak clearly so others can understand you. |
72.00 | Problem Sensitivity | The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing that there is a problem. |
72.00 | Deductive Reasoning | The ability to apply general rules to specific problems to produce answers that make sense. |
65.50 | Near Vision | The ability to see details at close range (within a few feet of the observer). |
56.25 | Inductive Reasoning | The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events). |
56.25 | Information Ordering | The ability to arrange things or actions in a certain order or pattern according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical operations). |
53.00 | Category Flexibility | The ability to generate or use different sets of rules for combining or grouping things in different ways. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Human Resources Specialists
Work Activities
% | Subject | Description |
---|---|---|
91.50 | Communicating with Supervisors, Peers, or Subordinates | Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person. |
88.75 | Working with Computers | Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information. |
84.50 | Documenting/Recording Information | Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form. |
84.50 | Performing Administrative Activities | Performing day-to-day administrative tasks such as maintaining information files and processing paperwork. |
82.00 | Establishing and Maintaining Interpersonal Relationships | Developing constructive and cooperative working relationships with others, and maintaining them over time. |
81.50 | Getting Information | Observing, receiving, and otherwise obtaining information from all relevant sources. |
80.25 | Organizing, Planning, and Prioritizing Work | Developing specific goals and plans to prioritize, organize, and accomplish your work. |
79.75 | Making Decisions and Solving Problems | Analyzing information and evaluating results to choose the best solution and solve problems. |
78.75 | Evaluating Information to Determine Compliance with Standards | Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards. |
77.75 | Resolving Conflicts and Negotiating with Others | Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others. |
73.50 | Updating and Using Relevant Knowledge | Keeping up-to-date technically and applying new knowledge to your job. |
68.00 | Processing Information | Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data. |
67.00 | Providing Consultation and Advice to Others | Providing guidance and expert advice to management or other groups on technical, systems-, or process-related topics. |
66.75 | Scheduling Work and Activities | Scheduling events, programs, and activities, as well as the work of others. |
66.75 | Communicating with People Outside the Organization | Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail. |
66.00 | Training and Teaching Others | Identifying the educational needs of others, developing formal educational or training programs or classes, and teaching or instructing others. |
63.50 | Assisting and Caring for Others | Providing personal assistance, medical attention, emotional support, or other personal care to others such as coworkers, customers, or patients. |
61.00 | Developing and Building Teams | Encouraging and building mutual trust, respect, and cooperation among team members. |
60.75 | Coaching and Developing Others | Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills. |
59.50 | Identifying Objects, Actions, and Events | Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events. |
58.50 | Monitoring Processes, Materials, or Surroundings | Monitoring and reviewing information from materials, events, or the environment, to detect or assess problems. |
57.75 | Analyzing Data or Information | Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts. |
57.75 | Thinking Creatively | Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions. |
57.50 | Interpreting the Meaning of Information for Others | Translating or explaining what information means and how it can be used. |
55.75 | Staffing Organizational Units | Recruiting, interviewing, selecting, hiring, and promoting employees in an organization. |
55.00 | Judging the Qualities of Objects, Services, or People | Assessing the value, importance, or quality of things or people. |
53.50 | Guiding, Directing, and Motivating Subordinates | Providing guidance and direction to subordinates, including setting performance standards and monitoring performance. |
52.25 | Developing Objectives and Strategies | Establishing long-range objectives and specifying the strategies and actions to achieve them. |
50.50 | Performing for or Working Directly with the Public | Performing for people or dealing directly with the public. This includes serving customers in restaurants and stores, and receiving clients or guests. |
50.25 | Coordinating the Work and Activities of Others | Getting members of a group to work together to accomplish tasks. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Human Resources Specialists
Work Styles
% | Subject | Description |
---|---|---|
90.75 | Integrity | Job requires being honest and ethical. |
89.75 | Cooperation | Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude. |
89.25 | Attention to Detail | Job requires being careful about detail and thorough in completing work tasks. |
87.75 | Self-Control | Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations. |
87.25 | Dependability | Job requires being reliable, responsible, and dependable, and fulfilling obligations. |
86.25 | Stress Tolerance | Job requires accepting criticism and dealing calmly and effectively with high-stress situations. |
85.75 | Adaptability/Flexibility | Job requires being open to change (positive or negative) and to considerable variety in the workplace. |
84.25 | Concern for Others | Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job. |
80.50 | Independence | Job requires developing one's own ways of doing things, guiding oneself with little or no supervision, and depending on oneself to get things done. |
78.25 | Social Orientation | Job requires preferring to work with others rather than alone, and being personally connected with others on the job. |
76.00 | Leadership | Job requires a willingness to lead, take charge, and offer opinions and direction. |
75.75 | Analytical Thinking | Job requires analyzing information and using logic to address work-related issues and problems. |
73.50 | Initiative | Job requires a willingness to take on responsibilities and challenges. |
71.25 | Persistence | Job requires persistence in the face of obstacles. |
68.75 | Innovation | Job requires creativity and alternative thinking to develop new ideas for and answers to work-related problems. |
68.00 | Achievement/Effort | Job requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Human Resources Specialists
Work Values
% | Subject | Description |
---|---|---|
77.83 | Relationships | Occupations that satisfy this work value allow employees to provide service to others and work with co-workers in a friendly non-competitive environment. Corresponding needs are Co-workers, Moral Values and Social Service. |
72.17 | Support | Occupations that satisfy this work value offer supportive management that stands behind employees. Corresponding needs are Company Policies, Supervision: Human Relations and Supervision: Technical. |
66.67 | Achievement | Occupations that satisfy this work value are results oriented and allow employees to use their strongest abilities, giving them a feeling of accomplishment. Corresponding needs are Ability Utilization and Achievement. |
63.83 | Working Conditions | Occupations that satisfy this work value offer job security and good working conditions. Corresponding needs are Activity, Compensation, Independence, Security, Variety and Working Conditions. |
50.00 | Recognition | Occupations that satisfy this work value offer advancement, potential for leadership, and are often considered prestigious. Corresponding needs are Advancement, Authority, Recognition and Social Status. |
50.00 | Independence | Occupations that satisfy this work value allow employees to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Human Resources Specialists
Work Context
% | Subject | Description |
---|---|---|
100.00 | Telephone | How often do you have telephone conversations in this job? |
100.00 | Electronic Mail | How often do you use electronic mail in this job? |
98.40 | Face-to-Face Discussions | How often do you have to have face-to-face discussions with individuals or teams in this job? |
97.40 | Indoors, Environmentally Controlled | How often does this job require working indoors in environmentally controlled conditions? |
95.40 | Contact With Others | How much does this job require the worker to be in contact with others (face-to-face, by telephone, or otherwise) in order to perform it? |
94.40 | Work With Work Group or Team | How important is it to work with others in a group or team in this job? |
90.40 | Letters and Memos | How often does the job require written letters and memos? |
89.60 | Structured versus Unstructured Work | To what extent is this job structured for the worker, rather than allowing the worker to determine tasks, priorities, and goals? |
87.20 | Freedom to Make Decisions | How much decision making freedom, without supervision, does the job offer? |
86.80 | Importance of Being Exact or Accurate | How important is being very exact or highly accurate in performing this job? |
83.80 | Impact of Decisions on Co-workers or Company Results | What results do your decisions usually have on other people or the image or reputation or financial resources of your employer? |
83.60 | Spend Time Sitting | How much does this job require sitting? |
81.20 | Coordinate or Lead Others | How important is it to coordinate or lead others in accomplishing work activities in this job? |
80.20 | Frequency of Decision Making | How frequently is the worker required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization? |
78.60 | Frequency of Conflict Situations | How often are there conflict situations the employee has to face in this job? |
77.40 | Importance of Repeating Same Tasks | How important is repeating the same physical activities (e.g., key entry) or mental activities (e.g., checking entries in a ledger) over and over, without stopping, to performing this job? |
75.20 | Time Pressure | How often does this job require the worker to meet strict deadlines? |
74.20 | Deal With External Customers | How important is it to work with external customers or the public in this job? |
74.00 | Responsibility for Outcomes and Results | How responsible is the worker for work outcomes and results of other workers? |
70.00 | Spend Time Making Repetitive Motions | How much does this job require making repetitive motions? |
68.60 | Responsible for Others' Health and Safety | How much responsibility is there for the health and safety of others in this job? |
68.20 | Spend Time Using Your Hands to Handle, Control, or Feel Objects, Tools, or Controls | How much does this job require using your hands to handle, control, or feel objects, tools or controls? |
67.80 | Deal With Unpleasant or Angry People | How frequently does the worker have to deal with unpleasant, angry, or discourteous individuals as part of the job requirements? |
66.60 | Public Speaking | How often do you have to perform public speaking in this job? |
59.40 | Degree of Automation | How automated is the job? |
59.40 | Level of Competition | To what extent does this job require the worker to compete or to be aware of competitive pressures? |
58.60 | Consequence of Error | How serious would the result usually be if the worker made a mistake that was not readily correctable? |
53.00 | Physical Proximity | To what extent does this job require the worker to perform job tasks in close physical proximity to other people? |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Human Resources Specialists
Job Zone Four: Considerable Preparation Needed
- Overall Experience
- A considerable amount of work-related skill, knowledge, or experience is needed for these occupations. For example, an accountant must complete four years of college and work for several years in accounting to be considered qualified.
- Job Training
- Employees in these occupations usually need several years of work-related experience, on-the-job training, and/or vocational training.
- Examples
- Many of these occupations involve coordinating, supervising, managing, or training others. Examples include real estate brokers, sales managers, database administrators, graphic designers, conservation scientists, art directors, and cost estimators.
- Education
- Most of these occupations require a four-year bachelor's degree, but some do not.
The data sources for the information displayed here include: O*NET™. (Using onet28)
Human Resources Specialists
Earnings Benefits*
Region | Entry Level | Median | Experienced |
---|---|---|---|
United States | $39,340.00 | $64,240.00 | $86,280.00 |
Virginia | $41,600.00 | $72,640.00 | $99,480.00 |
Region | Entry Level | Median | Experienced |
Alexandria/Arlington | $60,294.81 | $100,761.61 | $120,306.10 |
Bay Consortium | $47,676.15 | $79,156.00 | $101,504.07 |
Capital Region Workforce Partnership | $43,434.58 | $64,704.66 | $82,689.79 |
Central VA/Region2000 | $40,491.28 | $60,723.15 | $78,864.32 |
Crater Area | $45,584.43 | $69,747.84 | $90,296.89 |
Greater Peninsula | $43,120.46 | $65,432.84 | $81,589.37 |
Hampton Roads | $43,029.70 | $63,696.03 | $82,227.80 |
New River/Mt. Rogers | $40,863.53 | $60,110.22 | $77,835.29 |
Northern Virginia | $52,609.19 | $81,585.29 | $106,039.36 |
Piedmont Workforce | $45,436.55 | $66,183.45 | $87,523.90 |
Shenandoah Valley | No Data | No Data | No Data |
South Central | $38,585.17 | $55,258.77 | $73,225.55 |
Southwestern Virginia | $40,718.71 | $60,267.28 | $75,219.36 |
West Piedmont | $36,251.74 | $54,743.74 | $71,646.81 |
Western Virginia | $40,487.20 | $62,994.37 | $75,338.68 |
* Earnings Calculations:
Regional Earnings:
Entry = Annual mean of the lower 1/3 wage distribution;
Experienced = Annual mean of the upper 2/3 wage distribution.
National and State Earnings:
Entry = Annual 10th percentile wage;
Experienced = Annual 75th percentile wage.
The data sources for the information displayed here include: US Department of Labor (BLS); Virginia Workforce Connection. (Using onet28)
Human Resources Specialists
Employment Projections
Current | Projected | % Change | |
---|---|---|---|
United States | 782,800 | 841,600 | +7.5% |
Virginia | 23,896 | 26,985 | +12.9% |
Region | Current* | Projected | % Change |
Alexandria/Arlington | 3,443 | 3,952 | +14.8% |
Bay Consortium | 676 | 770 | +13.9% |
Capital Region Workforce Partnership | 3,251 | 3,779 | +16.2% |
Central VA/Region2000 | 288 | 318 | +10.4% |
Crater Area | 346 | 358 | +3.5% |
Greater Peninsula | 1,075 | 1,177 | +9.5% |
Hampton Roads | 2,687 | 2,905 | +8.1% |
New River/Mt. Rogers | 431 | 464 | +7.7% |
Northern Virginia | 8,770 | 10,386 | +18.4% |
Piedmont Workforce | 614 | 694 | +13.0% |
Shenandoah Valley | 887 | 1,016 | +14.5% |
South Central | 114 | 116 | +1.8% |
Southwestern Virginia | 132 | 130 | -1.5% |
West Piedmont | 209 | 236 | +12.9% |
Western Virginia | 743 | 801 | +7.8% |
The data sources for the information displayed here include: US Department of Labor (BLS); Virginia Workforce Connection. (Using onet28)
Human Resources Specialists
Related Occupations
Related Occupations
The related occupations here have similar general capabilities and interests; career explorers may also be interested in the related occupations:- Human Resources Assistants, Except Payroll and Timekeeping
- Human Resources Managers
- Compensation, Benefits, and Job Analysis Specialists
- First-Line Supervisors of Office and Administrative Support Workers
- Eligibility Interviewers, Government Programs
- Training and Development Managers
- Compensation and Benefits Managers
- Industrial-Organizational Psychologists
- Administrative Services Managers
- Training and Development Specialists
- Management Analysts
- Payroll and Timekeeping Clerks
- Labor Relations Specialists
- First-Line Supervisors of Entertainment and Recreation Workers, Except Gambling Services
- First-Line Supervisors of Non-Retail Sales Workers
- Executive Secretaries and Executive Administrative Assistants
- Social and Community Service Managers
- Project Management Specialists
- Equal Opportunity Representatives and Officers
- First-Line Supervisors of Passenger Attendants
Careers in Human Resources Management Pathway:
- Compensation and Benefits Managers
- Compensation, Benefits, and Job Analysis Specialists
- Human Resources Managers
- Human Resources Specialists
- Labor Relations Specialists
- Training and Development Managers
- Training and Development Specialists
The data sources for the information displayed here include: O*NET™. (Using onet28)
Human Resources Specialists
View Videos
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Overview
Occupations
The data sources for the information displayed here include: New York State Department of Labor; New Jersey Department of Labor; California Occupational Information Coordinating Committee; CareerOneStop. (Using onet28)
Human Resources Specialists
Military Training
The following military job classifications are available for this occupation:
- Cyberspace Operations, General
- First Sergeants, Sergeants Major, and Leading Chiefs
- Manpower and Personnel
- Not Occupationally Qualified, General
- Recruiting and Counseling
- Personnel
- Human Resources Specialist
- Administrative Specialist
The data sources for the information displayed here include: Defense Manpower Data Center. (Using onet28)
Human Resources Specialists
Proficiency Ratings
These proficiencies are scored on a scale from 1 to 5 with 1 being not
important to the job and 5 being extremely important to the job.
The data sources for the information displayed here include: O*NET™. (Using onet28)
Human Resources Specialists
Titles
- Account Manager
- Background Investigator
- Business Agent
- Campaign Director
- Campaign Worker
- Campaigner
- Career Development Specialist
- Career Specialist
- Certification and Selection Specialist
- Contingents Supervisor
- Corporate Recruiter
- Credentialing Coordinator
- Credentialing Specialist
- Credentials Specialist
- Director of Nurses Registry
- Employee Adviser
- Employee Counselor
- Employee Health Maintenance Program Specialist
- Employee Operations Examiner
- Employee Placement Specialist
- Employee Service Officer
- Employment Advisor
- Employment Appeals Examiner
- Employment Coach
- Employment Consultant
- Employment Coordinator
- Employment Counselor
- Employment Interviewer
- Employment Officer
- Employment Program Representative
- Employment Recruiter
- Employment Representative
- Employment Security Officer
- Employment Service Specialist
- Employment Specialist
- Employment Supervisor
- Enlisted Advisor
- Ethics Officer
- Executive Coach
- Executive Recruiter
- Field Organizer
- Headhunter
- Human Relations Manager
- Human Resource Advisor
- Human Resources Analyst
- Human Resources Assistant
- Human Resources Consultant (HR Consultant)
- Human Resources Coordinator
- Human Resources Director (HR Director)
- Human Resources Generalist
- Human Resources Manager (HR Manager)
- Human Resources Recruiter (HR Recruiter)
- Human Resources Representative (HR Representative)
- Human Resources Specialist (HR Specialist)
- Job Counselor
- Job Developer
- Job Development Specialist
- Job Interviewer
- Job Placement Officer
- Job Placement Specialist
- Job Recruiter
- Job Service Consultant
- Job Service Specialist
- Job Training Supervisor
- Labor Contractor
- Labor Service Representative
- Morale Officer
- Order Department Supervisor
- Outplacement Consultant
- Personnel Adviser
- Personnel Analyst
- Personnel Consultant
- Personnel Coordinator
- Personnel Counselor
- Personnel Interviewer
- Personnel Officer
- Personnel Placement Specialist
- Personnel Recruiter
- Personnel Representative
- Personnel Specialist
- Personnel Supervisor
- Personnel Technician
- Personnel Worker
- Physician Recruiter
- Placement Assistant
- Placement Coordinator
- Placement Counselor
- Placement Officer
- Placement Specialist
- Policy Advisor
- Policy Officer
- Prisoner Classification Interviewer
- Recruiter
- Recruiting Consultant
- Recruiting Manager
- Recruitment Consultant
- Recruitment Manager
- Recruitment Specialist
- Registrar
- Resume Writer
- Retention Specialist
- Retirement Assistant
- Retirement Officer
- Rules Examiner
- Safety Teacher
- Search Consultant
- Shop Steward
- Special Agent
- Staff Assistant
- Staffing Associate
- Staffing Consultant
- Staffing Coordinator
- Staffing Director
- Staffing Specialist
- Talent Recruiter
- Technical Recruiter
- Traffic Personnel Supervisor
- Veterans Employment Representative
- Workforce Development Officer
- Workforce Investment Act Career Manager
- Workforce Services Representative
- Workforce Specialist
- Workforce Staffing Advisor
The data sources for the information displayed here include: O*NET™. (Using onet28)
Human Resources Specialists
Related Schools
- American National University
- Averett University
- Bluefield University
- Bridgewater College
- Brightpoint Community College
- Bryant & Stratton College-Virginia Beach
- Christopher Newport University
- Columbia College
- DeVry University-Virginia
- Eastern Mennonite University
- ECPI University
- Emory & Henry College
- Fairfax University of America
- Ferrum College
- George Mason University
- Hampton University
- IGlobal University
- J Sargeant Reynolds Community College
- James Madison University
- Liberty University
- Longwood University
- Mary Baldwin University
- Marymount University
- Northern Virginia Community College
- Old Dominion University
- Piedmont Virginia Community College
- Radford University
- Rappahannock Community College
- Regent University
- Richard Bland College
- Roanoke College
- Shenandoah University
- South University-Richmond
- South University-Virginia Beach
- Stratford University
- Strayer University-Virginia
- Tidewater Community College
- University of Lynchburg
- University of Management and Technology
- University of Mary Washington
- University of Richmond
- University of the Potomac-VA Campus
- University of Virginia-Main Campus
- Virginia Commonwealth University
- Virginia Peninsula Community College
- Virginia Polytechnic Institute and State University
- Virginia State University
- Virginia Union University
- Virginia Wesleyan University
- Virginia Western Community College
- Washington and Lee University
- William & Mary
The data sources for the information displayed here include: O*NET™. (Using onet28)